Elite AgentINDUSTRY NEWS

Going for Gold

There are a number of benefits in having a coach or mentor to guide you through the various stages of your career development. Average performance should not be acceptable. Assistance may be required to achieve above average performance.

It’s important to be able to have someone to bounce ideas off ” especially in a business environment. It is not always possible to be open and honest with a colleague about what you are thinking “ the things that you would like to try, but aren’t sure whether they’d work; your reasoning for whether they might be successful or not. To have an independent’ sounding board whom you trust and who will be honest with you, can be the difference between a good idea and an amazing business activity/strategy.

If it’s good enough for athletes to have coaches (even specialist high performance coaches), then it should be good enough for people in a real estate business to have a coach or mentor to ensure performance levels are high.

Business coaching is an effective way to surpass current levels of performance and productivity.

The challenges faced by real estate businesses in terms of operating effectively in an increasingly competitive environment means there is an opportunity for some agents to step up to the next level and achieve much better results than their competitors.

For the proper growth and development of any organisation, it is necessary to have a management team that is up”to”date with recent trends and who have beliefs, values, attitudes, motivation and thoughts that drive them to excel and, more importantly, enables them to inspire their teams to excel.

Business coaching & mentoring provides the perfect platform for developing personal skills and behaviors that are necessary for implementing organisational changes and initiating the learning process.

If you always do, what you’ve always done ” your results should be easy to predict.

The role of business coaching

Business coaching or mentoring should be available at all levels of any organisation. Sometimes it is an informal process, but it is most effective if it is managed and controlled, monitored and supported by management.

The purpose is to improve the performance of those being coached/mentored. The challenge is achieving this outcome with minimal disruption to the business operations. However, if the result is an increase in the business profitability (through more listings, sales & management) then it should be seen as a worthwhile use of time to develop the team members to achieve these goals.

Grand finals and championships are not won without time devoted to the training & development of all members of the team.

Real estate agents are not the best at sharing their secrets of success with their colleagues. They operate in a competitive marketplace. They have set targets, and sometimes these targets over-ride all other purpose in their lives. The need to achieve those targets is often at the expense of quality time with family & friends, or involvement in sport or leisure activities. Their life balance is out of whack, in pursuit of their work related targets and goals.

What is required at all levels of any business operation is an understanding of the organisation’s current position and its future growth patterns. Apart from effecting educational development and experience, coaching also provides objective feedback and acts as a critical tool for successfully engineering organisational change.

In adapting to the rapidly shifting marketplace, businesses often need to modify or change their approach to capture a larger slice of the market in which they operate. However, this is often difficult to implement as people and organisations are naturally resistant to change. Business coaching has become a very effective tool for initiating productive changes in individuals, teams, and systems by enabling leaders, managers, and employees to uncover potential that might otherwise go untapped.

To be able to do this is not an easy thing to do in the beginning. The value of the changes need to be recognised first, and then buy-in will occur. This shift in attitude and approach can be quite infectious and profitable for all concerned. Steady as she goes is not a good approach in today’s rapidly moving and technologically advancing business environment.

There is a growing recognition that profits, productivity, and customer satisfaction are the outcomes of performance rather than the cause. Coaching programs can focus on leadership issues, cultural factors and the learning and development practices that drive performance. Performance will drive productivity and customer satisfaction, which then permits repeat business and profitability levels to increase.

Everyone’s a winner!

The goal of coaching is not to be an alternative vehicle of managerial control. It should concentrate on empowering and delegating to create a culture of responsibility and self-generated, commitment-based actions.

Coaching is certainly more than just a technique. It involves viewing the business from a different perspective, working through relationships, dialogue and feedback to harness future potential and growth. It provides businesses with the ability to modify current work practices and communications. Coaching has become an important differentiation mechanism for modifying or creating an effective work environment that is more adaptable to change and growth.

Coaching allows managers to more effectively confront challenges and motivate others to achieve the business and personal goals. It creates awareness among managers that they can transform or create a culture that is more receptive to change and open to new possibilities.

Managers (as coaches/mentors) learn to increase their own self-awareness to:

  • decide when and how to take action
  • find creative solutions
  • consider opinions and feedback from fellow employees
  • set targets
  • make appropriate requests
  • decrease hostility
  • reduce stress and negative emotions in the workplace

Managers who are involved in the coaching process get a clear idea about their own commitments, as well as those of the organisation. They learn how to generate and maintain effective relationships, which in turn increases the levels of trust and accountability in the organisation.

A coached manager’s understanding of organisational and interpersonal dynamics is increased considerably, which in turn empowers them (and others) to achieve the identified business objectives. They learn how to take calculated risks for producing results aligned with the business vision. They learn to develop the right kind of unity and team spirit that will allow powerful work relationships to develop and that, in turn, will help achieve extraordinary results.

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